Board Committees

Human Resources

Mandate

The Human Resources Committee assists the Board in fulfilling its governance responsibilities with respect to human resources matters, and may consider other matters delegated to it by the Board.

The Committee:

a. Reviews and determines performance goals, remuneration and working conditions of the Chief and the Executive Director, as approved by the Board.

b. Approves and reviews all policies and reports related to diversity and inclusion, and make any recommendations to the Board for consideration and approval.

c. When appropriate, reviews confidential employee surveys, including surveys of employee morale, Peel Regional Police culture, employee engagement, and job satisfaction.

d. When appropriate, reviews Peel Regional Police programs for, and performance of, employee hiring, training, retention and  promotions. This also includes particular attention paid to ensuring the police service reflects the community it serves.

e. Annually, reviews the Chief’s processes and plans for the executive development and succession of the Chief, Deputies, Superintendents and Inspectors, and support the Board in carrying out this task.

f. When required, and in consultation with the Chief, reviews and recommends to the Board major changes in the organizational structure of the police service, position descriptions of Deputies and Superintendents, and appointments, retirements, and terminations of executive members. 

Governance & Human Rights

Governance

1. The Diversity and Inclusion Committee will provide its advice and recommendations to the Board at regular Board meetings.

2. The Committee will operate in accordance with the Board’s Procedures Policy.

3. The Committee will hold a minimum of four meetings per year, with no limit on the number of meetings and stakeholder engagement opportunities throughout the year.

4. The committee will have a minimum of 2 Board members, with a minimum of 1 member being an elected official. The Chair shall attend all meetings in an ex-officio role.

Mandate

1. Focus on identifying and proactively removing systemic barriers and root causes of racial inequities in policing from the perspective of governance and policy.

2. Work closely with community groups, the Ontario Human Rights Commission, Regional and Municipal governments, and provincial and federal ministries across government to identify and make recommendations to eliminate systemic racism and anti-racial bias from policing.

3. Recognize that everyone in Peel Region benefits from a police service free from systemic barriers faced by the most disadvantaged communities.

4. Acknowledge that racism is experienced differently by various racialized and other groups, including gender identity, creed, class, sexual orientation, etc.

5. Meaningfully engage with diverse, Indigenous and LGBTQ2+ people to ensure their perspectives and guidance inform police governance and policy.

Terms of Reference

• Make recommendations and give advice to the Police Services Board on issues and policies relating to systemic racism, equity, diversity and inclusion as well as issues relating to anti-racism.

• Consult with individuals and/or community groups with respect to complaints regarding racism and racial profiling.

• Initiate and facilitate discussions between individuals and/or community groups to address issues and concerns of racism and systemic racism in policing.

• Highlight opportunities where recommendations of the committee can extend to other areas of regional and municipal jurisdiction through the Community Safety and Wellbeing Plan.

• Work with Board staff and external consultant to establish a Police Services Board Diversity and Inclusion strategy.

• Work with Regional and Provincial governments to reinforce the need for Board composition that reflects the community.

• Create a Board skills matrix to ensure anti-racism competencies are considered when identifying future Board members. Present and advocate for these competencies with provincial and regional governments.

• Ensure all recommendations related to the elimination of systemic racism from policing, including those in the CCDI report and recommendations stemming from the Human Rights project are fully implemented in a timely fashion.

• Work with the Ontario Human Rights Commission to ensure the Committee has an opportunity to meet regularly with the Human Right’s Project’s Anti-Racism Advisory Panel.

Finance

Mandate

The Finance, Audit & Risk Committee ensures the Board meets its oversight responsibilities and provides adequate policing in the community in the areas of financial planning, budget preparation and monitoring, auditing, quality assurance and risk management. 

The Committee:

a. Works with the Chief to co-ordinate and develop the annual preparation of the Police Services Board capital and operating budgets.

b. Reviews all matters that may have a significant impact on current and future budgets.

c. Reviews regular budget and audit reporting, work with the Region of Peel in advance of external audit reports, and reviews and maintains a risk register to monitor and mitigate against risks to the Board and Peel Police.

d. Oversees the Peel Regional Police 10-year Facilities plan within the approved capital expenditure for police facilities, using a  strategic long term view of future plans.